40 Negotiation Tips for Women of Color
Negotiation Tips—Beyond Just Your Salary—For Your Next Role
Whether you’re starting a new job at a new workplace, moving internally, or getting a promotion with an upgraded title, there’s always room for negotiation. And not just during your onboarding or after the offer—you can renegotiate perks, benefits, and salary at check-ins, annual performance reviews, and mid-year reviews.
This list below isn’t exhaustive (and I don’t suggest negotiating for all of these things at once), but it’s a starting point to consider what to advocate for at work, whatever stage of your career you’re in.
If you need support on what to say and how to approach the conversation, I got you covered! Check out our Negotiation Bundle for an Empowered Negotiation Template to give you the exact words to say, a Negotiation Calculator to determine what dollar amounts to use, and more. I created this powerful set of tools based on thousands of coaching hours and conversations with BIWOCs over the years, and the bundle also includes a step-by-step networking guide and a weighted pro-con decision-making chart to help you move forward when you’re at those career crossroads!
Here’s to women of color finally getting the money, recognition, and power we deserve! Have a look at the 40 tips below to get you there.
(And remember: If you’re considering shifting careers or exploring a new industry altogether but don’t know where to start, consider one of our tailored coaching programs—see more about our award-winning career coaching and if it’s right for you.)
SALARY NEGOTIATION TIPS
The most obvious negotiation tip we hear of is our salary or base pay. Employers should delineate a pay band throughout the process, but if not, a simple way to inquire is by asking, “What’s the compensation range for this role?” See if you can reasonably fight for a salary towards the top end of the band, or if there’s wiggle room to expand beyond that (hint: there usually is for the right candidate).
Need to move for a role? Ask if your new employer offers relocation assistance, so you aren’t paying out-of-pocket for moving expenses (i.e., moving van, travel costs, shipping costs, hiring movers/packers).
If you can’t snag relo as a perk, perhaps your new place will give a generous sign-on or starting bonus to help alleviate some of those initial costs. One-time bonuses can be great, but only ask for–or accept–one if you’ve exhausted your ability to negotiate for higher base pay. Future raises and annual merit bonuses are calculated from your base rate, whereas a one-time bonus is simply that: a one-time lump sum.
If you’re a high-earner, negotiate for a deferred bonus plan (aka if your annual bonus can be paid at a later date to help reduce your income taxes).
More and more jobs are offering equity these days; try to negotiate ownership of a company through conditional milestones or a designated timespan (usually vesting over four years).
If you’ve already started at a role, it’s not too late to negotiate a different perk: an early annual review and chance for a raise or promotion. You can always let your supervisor know that you’re ready to explore your next steps or growth within the company, and find out what review opportunities are available to you.
Raise your hand if you have student loans (😩 we feel your pain!). You can negotiate student loan assistance or repayments with specific employers—like Google, Hulu, Fidelity, Aetna, and more. While it’s not money in your pocket, it’ll certainly save you money (and interest) over the years.
If your role comes with commission, negotiate the rate from time to time to meet your needs, inflation, performance, etc.
The unfortunate reality is sometimes your workplace may go through layoffs, but if that happens, you can always negotiate for more severance. Compromise around a number relative to your years worked at the company, pay range, and cost-of-living in the area. Consult an employment lawyer (especially if you’re in a leadership role) to see what else is available for you to negotiate (garden leave, terms around the non-compete clauses, etc.).
ROLE NEGOTIATION TIPS
If you find that the job posting and actual responsibilities and expectations for the role aren’t aligned, or that your role has evolved over the year, you can negotiate a new or updated title. For example, maybe your role as “Director of Social & Community” could shift to “Director of Engagement.” Pro tip: Pick a title that aligns with your larger career goals, too!
Feeling under- or over-qualified for a role? Maybe you and your supervisor can compromise on a new space on the organizational chart that speaks to where you and your skill set are currently at.
Not every responsibility listed may be worth your time and energy—or there’s someone else on the team who is better equipped to handle it. Don’t forget that your actual duties can be negotiable, too. #WorkBoundaries
Likewise, maybe you’re not thrilled about a specific kind of work you have to do. Talk to your supervisor to see if the ratio or proportion of time you spend on that work can be minimized.
BENEFITS NEGOTIATION TIPS
Perhaps the salary is non-negotiable, but that doesn’t mean everything else is, too. See if you can ask for more vacation time/paid time out of office—and you can negotiate this both when you get an offer and during a performance review if salary bumps aren’t an option (or are negligible).
Similarly, you can often request additional sick time if needed. Double check your state’s regulations for sick pay (i.e., California requires at least three to six sick days per year) and ask if there are any extra accommodations they can give you. You should not need to share any personal health information if you don’t want to, but if it helps, any transparency around chronic illnesses and needs can help your new employer understand.
Unfortunately, the US is the only high-income country in the world without guaranteed paid parental leave. While more states are offering paid leave, ask if your workplace policy can offer additional flexibility or time. Or, if they can expand what counts as “parental leave,” if you’re looking at fostering, adopting, or other less-commonly covered circumstances.
Healthcare—also specifically in the US—is tied to our employment. That also means that your employee compensation package doesn’t just cover your salary, but potentially medical, dental, and vision coverage, too. If your employer doesn’t quite cover enough of your share of healthcare costs, request additional compensation to offset this expense.
Look into life and disability insurance as well; companies can usually cover this for a nominal fee per employee.
Grow your skill set and experience by leveraging professional development opportunities. If there’s a course or exam—or career coaching or leadership development—that would further your career, see if your employer can arrange to pay at least a portion of the cost (if not all!).
Likewise, if you’re enrolling in after-work school or plan to embark on a graduate or post-doc program, request tuition assistance or reimbursement when available.
For busier times of the year or required travel, consult with your employer over childcare coverage or reimbursement. If that’s not an option, explore if a Dependent Care FSA is available to you for tax-free money towards those costs.
Most corporate jobs provide access to tax-deferred retirement plans like a 401(k), 403(b), etc. Some companies will match your contributions, essentially doubling your investment towards retirement. Consider additional retirement support as well, like pensions.
One underrated perk of corporate benefits is access to specific resources for healthcare, counseling, and financial planning. See if your new role provides referrals or special rates for financial advisors or planning resources so you can get the most out of your salary.
For busy metro areas or long commutes, reap any commuter benefits—either pre-tax or as an added perk.
Nowadays, many offices will cover our WFH space and necessities; inquire about reimbursements for work-related items like a new mouse, upgraded printer, standing desk, ergonomic chair/mat/accessories, or quality camera and mic for recording.
WORK CULTURE NEGOTIATION TIPS
Don’t feel pigeon-holed into a start date when there might be flexibility! Negotiate an earlier or later start date based on your needs; an accommodating employer should be open to this (green flag!).
Strict 9-5s are out, flex time is in. We don’t all do our best work at the same time and we have obligations that can pop up throughout the day—dentist appointments, childcare pickups, and dry cleaning, to name a few. Compromise on a flex schedule, or even see if you can work additional hours throughout the week in exchange for a half- or full-day off later.
Similarly, not everyone needs to be “on site” for work and the return to office isn’t always necessary. Explore hybrid or fully remote work setups instead—especially while gas prices rise.
If the organization or your skill sets are evolving, your goals and metrics for success should, too. Negotiate what “success” looks like for you, and keep track monthly of how your goals may need to shift.
Sometimes the best negotiation perk is delegating. Check if you have enough autonomy and flexibility to enlist experts, consultants, assistants, and interns as needed to optimize outcomes.
Less “negotiation” and more “boundary setting,” but you can also be clear around your expectations around work/life balance, productivity, and even methods for communication and feedback.
Mentorship and sponsorship for specific skills or trajectories can be invaluable. Try to compromise for opportunities that seem up your alley that require someone else’s time or attention while also benefiting you.
In the same vein, some employers will cover executive leadership training or career coaching. If there’s a particular role you’re hoping to eventually fill (or reach!), get that conversation going early on and present any training/coaching opportunities that may be worth looking into.
Some industries require memberships or professional affiliations—think doctors, lawyers, even food scientists. Consider if your employer will cover those annual professional dues rather than paying on your own.
Have a chance to present or publicly speak at a conference? Get your workplace to cover the trip! If you’re just interested in attending, your employer may cover industry-related admission fees, too.
MISCELLANEOUS NEGOTIATION TIPS
Do good and do well, by seeing if your workplace will match charitable contributions. (Many employee donation programs internally will double or triple your gift!) The nonprofits benefiting from this will be thrilled!
Or, if you’re focused on donating time, request employee volunteer days or community service hours as PTO.
Meal allowances aren’t only for travel; some companies will provide free snacks, meal kits, or in-office foods.
If your role requires subscriptions to platforms like Adobe or Microsoft Office, make sure this is a covered expense. If you have a side hustle that benefits from these subscriptions too, even better!
Move over, Google—there are lots of corporate campuses around with lavish amenities like on-site gyms, pet care, or nap pods. If you can, ask for access to these resources—or if you can’t get to the office, request passes for coworking sites or spaces with similar perks.
